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What to Do When the Head Hunter Calls (VIDEO)

Jeff Altman, The Big Game Hunter offers advice about what to do when a head hunter calls you.


Today, I want to talk with you about working with recruiters and what you need to know and say and NOT SAY when you are working with a recruiter. Let's work with the assumption that this is NOT 1 of those calls were you send a resume in and that instead, you are getting a call out of the blue. The call might sound something like this, " My name is Jeff Altman. I'm a professional recruiter. I heard some nice things about your work and want to get acquainted with you in the context of the search time doing. Is this a good time to talk or would be better if we spoke another occasion?"

That's a pretty standard phone call for people to get. Often, people start off by making the mistake of trying to put the recruiter on the defensive. "Who gave you my name," are the 1st words that come out of their mouth.

Why? What difference does it make who gave them your name or how they found you? They found out about you. They might've had a research group that found out about you online and found out about you… There any number of ways that people could learned about you. It really doesn't matter how they found you, even if it came from your boss! Your boss doesn't want you around, right? Pay attention to the phone call and give up this notion of finding out who it was who gave them your name.

Most of the time when I would call someone, 1 of the few things might have happened.
1. We did research and found this person.
2. Someone was kind enough to point me in your direction.

Those are the 2 basics all the time. What difference does it really make to you where it came from? If it came from a friend, you still have to qualify. The friend doesn't know everything about you; you still have to qualify. Start listening and answering questions. Listen to what the recruiter tells you about the job.

They'll usually turn around and ask, "Is this a good time, or would it be better if we spoke another occasion?"

"It would be better if I call you back in 10 or 15 minutes. Does that work for you," if it's not a good time. If it is a good time, great! "Tell me about the role that is involved." Let them talk with you about the job. You'll learn 2 things from this. The 1st is that you will learn something about the job. The 2nd is that you learn something about the recruiter.

Listen to how the recruiter tells the story. Do they seem competent or they tell you a whole bunch of generalities that don't mean anything? Are they talking with you about (super excited voice) this great opportunity where you have an opportunity to be Emperor of The Universe! You know I'm being facetious here, but so often, recruiters, in their youth in their enthusiasm and in their inexperience, start talking about "the great opportunity."
STOP THEM! They told you something about themselves. They're going to try and sell you some sizzle; stick with the content for now. What is the job? What do they need someone to have done? What will be the expectations of you? What is the compensation like?

If the money isn't right or the job isn't right, you can politely say, "This role isn't really for me. I am earning more (or the job is really interesting). Let me tell you little bit about myself." Then, you can tell them about the work you actually do and give them a sense of the compensation level. Do it in a professional way. Don't try to put this recruiter on the defensive.

Why? All they did was try to get you a better job.. They made one phone call. Maybe it lasted 2 minutes in length. What's the big deal? Be courteous. After all, you never know when someone in recruiting will put you on a list to never call you back again. I used to do that. I don't need to have my time wasted by people who are discourteous. They also involve the institutional customers who I fired regularly.

1. Find out about the job.
2. Answer their questions. This doesn't just mean answer their questions. It means answer their questions in the context of what they are trying to find. Sell those elements of your background that relate to the job that is involved.
3. Once you've done that, talk with them about what their background is. Yes them, whether they have submitted any people for this role. How old is this search? It is brand-new and just opened up or is it one that has been open for a while? It's hard to win. If you're 1 of the 1st people walking in the door, right?

Let me also say that if it's 3 months into the search, they may be close to exhausting the pool of people to consider. They may have people on 2nd or 3rd interviews. Why get involved then? If they don't have anyone coming back on 2nd or 3rd interviews, why get involved? The other don't know what they're looking for. They don't know how to interview or evaluate people.

Find out about the status of the search and ask about the recruiters background as well. I will let you in on a secret. Most recruiters don't have 40 years of experience like I did. They live in tell you that they have 10 years of experience. That's why listing at the beginning of the conversation tells you a lot about them.

Are they experienced will do they seem amateurish? Do they sound like they know what they're talking about or are they saying a whole bunch of "stuff" to you that comes out of the recruiters playbook of "fabulous opportunity," "great job,", "you really need to talk to them," "you've got nothing to lose." The amateurs use all those clichés. If that is the case, thank them for making the call, asked him to send you some information and move on.

You can decide to listen to some youthful recruiter speakers may not have their people behind them that will actually be quite competent. Inexperienced recruiters is not someone that you really want to talk to. You might ask, "Are you coordinating the search for are you doing legwork for someone else?" Really simple questions tells you a lot about the competence of the recruiter.

The most important thing I could tell you the is to listen. Listen to what they have to tell you, and listen between the lines to learn about their competence. Sell to them because even if it's not this job. It could be another one.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and business life coaching. He is the host of “Job Search Radio” and “No BS Job Search Advice Radio,” both available through iTunes and Stitcher.

Are you interested in executive job search coaching, leadership coaching or life coaching from me?  Email me at and put the word, “Coaching” in the subject line.

Do you have a question you would like me to answer? Pay $50 via PayPal to offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedIn. Like me on Facebook.

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Why You Should Consider Finding an Internship After Graduation | Job Search Radio

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EP 411 Sometimes an internship after graduation makes sense. Here are a few of the instances where I think they do make sense for you.


There are many reasons why many of you may be struggling to find work. 1 of them may be your grades just weren't good enough and employers are holding that against you. Maybe the internships that you had while you were in school frankly sucked and now they're being held against you.. Here are a couple of things that you can be doing to try and rectify this.

The most obvious one is getting an internship after you graduate. What of quality internship will do is help strengthen your resume. . What do I mean by strengthening your resume? You never, you are never going to rectify the grades. But when you get to interview you can say, "Look, while I was in school, I need some mistakes. I did not work with, particularly hard. My grades obviously suffered. The internships I had were mediocre at best. What I have tried a lot to do since graduating is step up my game a lot and I think you'll find my references now that I am out of school from the internship that I am at our going to be extremely good.

"So that's one reason why you do it. The second reason (and it relates to the 1st) is you're struggling to find a job. So, what this internship can do is . . . try get one where you're working full time and really bust the gut; be the intern from God that all the hiring managers, all the senior people in this organization, in your department really love. Get an internship in order to compensate for the fact that you're struggling to get a new position and it will just help you build your references.

It will also help build your network so you want to improve upon the network of people that you're connected with and who might be able to help you. So consider getting an internship for that reason. Also, think about it being an opportunity to get your foot in the at and organizations that you would like to work for. So, let's say, you want to target something in investment banking. Your grades worth 3.3 and you went to an average school. What you trying to do is to get your foot in the door. Consider taking an internship for that reason.

Lastly another reason tp take an internship after graduation is you are not really sure about what direction you should take, and, as a result, that's going be a process to help you sort through the beginnings of your career, so you can figure out which path you should go through. Part of the way that you will do that is by meeting people who are already on the path who will give you advice, but don't think of it as being something that's can happen week one. Again, part of building the network is developing relationships with smart people who or further along than you, who will then feel comfortable and be willing to give you advice.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and business life coaching. He is the host of “Job Search Radio,” “No BS Job Search Advice Radio,” and his newest show, “No BS Coaching Advice.”

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Email me at
and put the word, “Coaching” in the subject line and tell me about your circumstances in the body of the email. offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I on function as your ally with no conflict of interest answering your questions.

Connect with me on LinkedIn

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Please give “Job Search Radio” a great review in iTunes. It helps other people discover the show and makes me happy!​​​

Stupid Interview Mistakes:Not Learning The Best Question to Ask on An Interview

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EP 895 Jeff discusses another interviewing mistake people make–not learning the single best question to ask on an interview and when to ask it.


I'm back with another 1 of those stupid interview that job hunters make almost every time.I have spent a lot of years talking about the single best question to ask on any interview and when to ask it. And many of you haven't learned it. You haven't spent the time practicing. . You never deliver it even if you know it.

This is a technique that works very well on phone interviews and on in person interviews. Yet again, I want to walk you through it so that you have an idea.

Let's say it is an in person interview. You have been escorted into the person's office. As the 2 of you lower your butts into the chair, rather than wait for them to start the conversation, I want you to start it. The way you start it is by saying, "I want to thank you so much for making the time to speak with me today. I spoke with (then he mentioned the name of the recruiter who referred you or you spoke with HR during a telephone screen or you saw their ad) and it gave me a thumbnail on what you are looking for But I want to get your take on the role. Would you tell me about the job as you see it and what I can do to help?"

You asked this question at the beginning of the interview, before anything has happened so that you get their current thinking about the job. I want to understand that when employers approve the job description and posted on the web were give it out to recruiters, by the time you see it, mentally, they may have tweaked the job description but done nothing to change It online, with recruiters or anywhere else. So you want to make sure that you are operating with the correct knowledge of what they are looking for. Thus, you want to ask that question as soon as you lower your seat in the chair.

Now, if it is a phone call,, again , you asked the same question. "I saw your profile on LinkedIn and want to have a chance to speak with you. Is this a good time to speak?"

"Yes, it's a great time. But before we start, I want to ask you a question. Could you tell me about the role that you have in mind and what you want me to do to help you?"

Again, the idea is to find out at the beginning of the interview what they're thinking is so that You can talk about what you've done that relates to what matters to them, instead of talking about what you've done... which may just overwhelm them.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and business life coaching. He is the host of “Job Search Radio,” “No BS Job Search Advice Radio,” and his newest show, “No BS Coaching Advice.”

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching?  Email me at and put the word, “Coaching” in the subject line and tell me about your circumstances in the body of the email. offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedIn. Like me on Facebook.

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

Getting on the Radar | Job Search Radio

Whether you are actively or passively looking for work, you need to do things to get on the radar of the differnt people who will be trying to hire talent. Jeff and David Perry, the head headhunter for Perry-Martel International and author or co-author of 5 books including, “Guerilla Marketing for Job Hunters” discuss the mistakes people make with their LinkedIn profiles, how to make them stronger and an example of someone who David helped find a divisional President’s position for with a firm many times larger than his current one at a compensation at least 3 times larger than what he was currently earning that all started with powering up his LinkedIn profile.


Hi, this is Jeff Altman and welcome to When I think of Linkedin, I don’t just think of a social network for business. I tend to think of the most important vehicle that professionals/ nonprofessional labor has in order to find work. You see to me, the person who gets ahead isn’t always the smartest. They don’t always work the hardest, although those are great qualities to have. I tend to think of the person who gets ahead as the one who remains alert to opportunity. Sometimes that’s internal to work in an organization, but more often it’s external. Today we’re going to talk to David Perry who’s the headhunter for Perry-Martel International.

He’s negotiated more than 200 million in salaries and completed more than a thousand recruiting projects on three continents. He has a bachelor’s from McGill and is the author or co-author of five books, including his most recent, gorilla hunting for job hunters 3.0. David, Welcome to Job Search Radio.

Good morning, Jeff. Thanks very much for having me. Pleased to be here.

You’re very welcome and I’m thrilled to have you on the show. You know, like I was saying. People need to be alert to opportunities and that translates to me as not just simply when they might need to find a job but just being open to other opportunities while they might still be happy in an organization. That requires being found, and Linkedin is probably the most important place to be found by recruiters, both corporate and third party. Yet people make a lot of mistakes working with Linkedin. I’m sure you see that all the time.

Every day.

What sort of things do you see that people do wrong with their Linkedin profiles and how they use Linkedin?

Oh, that’s a great question. Let me preface it by saying, no one should ever go into a job search before they do one thing. And the one thing they need to do is start with absolute clarity. When it comes to Linkedin, what I mean by that is, it is limitless what you can put into Linkedin. Really, the mere fact that you can change a tire on a car - does anybody really care? Maybe they do if you’re looking for a mechanic’s job.

So here’s the point. You’ve got all this information about yourself. If you start with clarity about the type of job you want to do or the type of organization you want to work for then you fill your profile with information that relates to that. So it makes you easy to be found by a recruiter using the keyword search for the types of opportunities that you’d be interested in.

You and I both know, all jobs are temporary now. Everyone’s gonna change every 18 to 24 months. It might be inside a company, but more than likely it’s going outside a company. So because all jobs are temporary, you need a billboard on the information highway and Linkedin is that.
So with that said, when you think about the mistakes people make, I’m gonna translate as being not getting clear about what you might be open to or what you might be looking for in your next organization and thus not making your profile keyword rich enough around those particular attributes that you want to draw people to. Would that be a correct summary?

Absolutely. Absolutely. I wish I’d said it that well myself.

And you provided a lot of texture. What other mistakes might people make when they construct their profiles?

Well even people that start with clarity and understand what they want to be found for, the first place people normally go wrong - and it’s so funny that people do this wrong - is a bad picture. And what I mean by a bad picture is, it’s a picture of you in a group of people. No one’s going to be able to pick you up because they don’t know who you are. Or it’s a picture of you standing somewhere so that on the screen, you’re about a quarter inch tall.

When you do a picture, you want it to be a professional photo. You want to have a nice smile on, you want to be engaging. People like people that smile. People like people that look engaging and interesting, not like a slob on a bad hair day. The reason this is important is that even though it’s technology, the person that’s looking at your Linkedin profile is the most important thing first: they’ve got to like you. And that’s a gut-level decision they make, like it or not, based on your appearance. So get a great photo, have a well-lit - you know, potentially have a photographer take it. But make sure it’s a well-lit photo, you’re smiling, you’re dressed professionally or you’re dressed in a manner that people can see you in that role.

If you’re a mechanic, you’re dressed like a mechanic. If you’re a CEO, wear the appropriate attire. That’s where most people go wrong, right out the gate. You want number two?

I just want to add onto that one and simply say that the tuxedo shop for guys and the ballroom dress for women isn’t the direction I would go.

You know what? I forget that, and you’re absolutely correct. That’s not natural. That’s not you at work. You’re so absolutely right because I’ve seen a couple of those lately and it did make me laugh.

So what’s number two? What’s the second mistake that you tend to pick up on?
Number two is, you’re boring. And what I mean by boring is you’re dull. Right out of the gate. For example, you and I do a lot of project-manager sales guys. So as a recruiter when I do a keyword search in Linkedin, I get a whole list of people that match that keyword profile and what I’ll see is name and next to that will be their tagline which is their tagline, which is the piece of text that is right next to your photo. And the thing
That’s that big definition of real estate underneath your name that kind of describes who you are, right?

Absolutely. So what will a project manager put? He’ll put ‘project manager’. That’s very good, except so did every other project manager. So how do you differentiate yourself?

I’m looking for a project manager in New York and I do a search, I’m going to get like four or five thousand results and for a recruiter, how can he tell if you’re any better than anybody else because it’s just a list that says name, project manager; name, project manager all the way down the list.

Well if you take your tagline, which is that part just after your name as you said, and you put something compelling like a question: you know, ‘ask me how I saved my employer $100,000’ or ‘ask me how I finished a project in one third of the time’. Those kinds of questions are compelling because they actually look at the results that someone would be looking for someone to produce if they were a project manager. And if you put that into your title or your tagline, all of a sudden of all the other project managers, yours says ‘ask me how I did boom.’ And you stick out like a sore thumb or in this case, you stick out like a four-leaf clover.

That kind of reminds me of an interview that I did for a previous show with a gentleman named Hal Klegman who told me that the biggest mistake people make with their resumés is that they say a lot about job descriptions instead of accomplishments, and defining accomplishments by metrics like ‘earned such and such,’ ‘saved such and such’, ‘increased or decreased’ as a way of defining the success that you had in the organization, not just simply talking about role and responsibilities.

Correct. And every recruiter knows what a project manager does. You don’t have to tell us what you responsibilities and duties were. Because that’s just saying ‘hey, you’re an idiot. You don’t know what I do.’ Tell us what you accomplished. It’s like your resumé. You know, you go for an interview as a project and nobody has ever asked you, ‘So, what were your duties and responsibilities as a project manager’. It doesn’t happen.

They’re interested in what you did for that employer to push the cause forward. We both know, employers are all interested in only three things: can you make me money, can you save me money, can you increase my efficiency. That’s it. Until they actually get to know you and meet you, they don’t care about anything else. So you have to deliver the WIIFM: what’s in it for me. For employers, it’s ‘what’s in it for you’. So tell them what’s in it for them in the summary of your Linkedin profile by using the accomplishments that you know they’re going to be interested in because they’re relevant to the job you’re looking for .

That’s great, David. I want to cover one or two more mistakes that people make with their profiles if you have that, and then talk about a profile that we discussed last week where you helped this CEO really beef up his search and get great results. Let me just pause and come back to mistakes. What else do you see that people don’t do correctly?

Well, they don’t take advantage of all of the different types of file formats that you can use inside Linkedin. For example, when we were kids and I’m 53 so I’ve been doing it since kindergarden, right? The most interesting part of my day for me and everybody else in the class was show and tell. Right? So show and tell. You can use rich media. It’s called rich media. You can add photos and videos and weblinks in your Linkedin profile. And very few people do that. It’s a bland, boring job description of what they’re responsible for.

Throw that out. Use accomplishments and add some photos, if you’ve got them, that are relevant. Photos of a project that you did photos of a product you worked on, whatever.

Videos: same sort of thing. If you’re a writer, you can add a white paper. All of these things add depth and texture to who you are as an individual. All Linkedin really is is a first interview. And recruiters will go and look at a Linkedin profile well before they’ll call them in for a first interview. So if you consider Linkedin your first interview, what is it that you would like an interviewer to know about you that would make them want to meet you and find out more.

So if you look at Linkedin as the movie trailer for your life and career, one of the most interesting themes from your career that you could put into your movie trailer, if you looked at your Linkedin profile that way: think about that. What would be most interesting for your employer and go and get that kind of material and weave it into your profile.

When I think of that, David, I think of the summary area as a beautiful spot on the Linkedin profile to really demonstrate that. I know recently, I made some changes to my profile in order to bring in more video there, to be clear about the kind of searches I’ve done, where they’ve been geographically, to give people a way to contact me and a few more things that really distinguish me from the typical search professional that they might find me on Linkedin and it’s right there. It’s the first field but I know few people really take advantage of all that Linkedin provides them with in order to really promote themselves effectively for a reader.

Correct. I actually noted that and now I’m going to go compare my profile to your profile and pick up some pointers. There’s a great example. Why do people insist on inventing things from scratch? And what I mean by that is a lot of people get stuck on their Linkedin profile because they just don’t know what to say. They don’t know what’s interesting. Instead of getting stuck, why don’t they take the title of the position they’re looking for, put it into Linkedin search box, and see who comes up first. Ooo! Why do they come first? Because they have designed their profile to come up first. Just like a google search. You know, 50 pizza outlets well one of them’s going to come up first because they’ve done their search engine optimization correctly. And that sounds like it’s hard but it’s not. So when people get stuck, what they really need to do is go and take a look at other people’s profiles and see how they’ve constructed them and construct them in a similar manner.

One of the things that people can realize in addition to that is that there are signals that you get along the way, if you pay attention to them, that your profile just isn’t working for you. That is the notice that Linkedin sends to you about the numbers of people and who has looked at your profile. If you’re getting one or two hits a week or a month, there’s something wrong with your profile and you got to fix it.

And to add to that, Jeff, if you’re getting people looking at your profile that have nothing to do with the industry that you’re trying to target, then you’ve done something wrong and you’ve got to step back and analyze that. The easiest way to do that is to throw the title of job you’re looking for in and see what the other person’s doing.
And I’m going to pile on and say if you’ve got lots of people looking at your profile and no one contacting you, there’s a message in that too.

You know what? I should have thought of that. You’re absolutely right again. That’s a bigger problem because you’re saying something that’s turning people off or you’re not saying something that’s making them want to follow through or you’re making their life impossible, and what I mean is somebody sets up their Linkedin profile and they make it impossible for you to contact them. You either have to be a first Linkedin contact or you have to go through the whole rigmarole to contact them this way or this way. If you’re looking for a job, you want someone to find you’ great. That’s a great first step.

Next, you’ve got to get them to contact you. So I always tell people put your name, your phone number, and it can be a phone that you just rent for job search if you want to. You put your name, phone number, and email address that you want to be connected at the top end of your profile, in your summary so it makes it easy. Not that recruiters are lazy, but when you do a search for project managers in New York you’re going to get, I don’t know, 750,000, and you want to be the one that will get called. And you know that most recruiters go through and take the easy road, and by the easy road I mean, ‘oh, you look qualified and you have a phone number. I’m going to call them first. You gotta get the call.

You mentioned having the job search phone number. One of the tools I love is google voice. I believe is the address or, and google will provide you with a phone nubmer that you can direct to connect with any other phone number that you have. So if you don’t want to be contacted after the search is over, which personally I think is a mistake but that’s a different conversation, you still have one phone number instead of having them contact you at you home, contact you at the office, call you on the mobile while you’re commuting. One number that will track you to wherever you are that will also forward a text to you if you like, that will translate any voicemail message that’s left for you. It’s a great little tool. Free, by the way.

Yeah, isn’t it great?

I love it. I happen to use it myself. When we spoke previously, you told me about this corporate or divisional CEO, as I recall, who just wasn’t getting responses with his Linkedin profile and you mentioned that you had really helped this person improve their game on Linkedin pretty dramatically and increase his number of connections by several thousand over a short period of time. Could you talk about some of the techniques that you used to really increase their capabilities around Linkedin?

Absolutely, and it was pretty simple. It was a guy that I met that I got to know fairly well. He became a friend. And he decided for whatever reason he wanted to be more engaged with Linkedin because he wanted to look at other things. So he sat down one night over the dinner table at my house and looked at his profile which frankly sucked.

He was a vice president of construction for somebody, so his tagline was ‘vice president of construction.’ I said, how many vice presidents of construction do you think there are in your town and I said you know, you don’t stand out. So what we did was we recrafted his tagline. That was the first thing we did. And we recrafted his tagline from ‘vice president of construction’ to ‘vice president, commercial development. Ask me how I turned a swamp into a billion dollars’.

What a great attention-getter.

Oh, yeah. He had twelve connections. So I should him how to try and connect with people but we started with the title, ‘ask me how I turned a swamp into a billion dollars’ and then we went down and we wrote a profile. And let me read you the opening paragraph. ‘To remain a bullet-proof market leader in an intense, competitive, and highly volatile global market, companies need optimized transformation at their root level across all areas of the company. It’s a zero game. Be bullet-proof or be eliminated.’

Some people will look at that and they’ll go, ‘what are you talking about.’ And you know, that’s good because they don’t need to talk to him. He doesn’t need to talk to them. And the people who read that and go ‘wow’, and a lot of people did, are senior executives in the real estate industry all over the world.

Within a week he was up to 500 connections. And these are connections where he took a very narrow focus. He read every single connect to request with him and he only accepted it if they were senior executives or a head hunter in his particular space. He was at 3,000 by the end of the month. He had a very high quality, very targeted Linkedin face. And he took it from there. He didn’t talk about what his duties were, he talked about what he’d done. And he’d done things all over the world.

He ended up with interesting offers from India, Spain, many of them here in the United States. One in Mexico, one in Brazil. All for senior executives either in construction or in real estate and he’s accepted a job a couple weeks ago, and he’s accepted the president of the western division of a 25 billion dollar real estate conglomerate. And the most interesting thing: he’s currently VP construction of a - call it 50 million dollar company. But he’s built companies from the ground up, the one that’s largest is 250 million. And now, he’s going to be this president of a western division of a 25 billion dollar real estate company.

Here’s a wonderful lesson for our listeners, I think, to ensure a lot of intent to deal with the little picture in their Linkedin profile: the details of role responsibilities, accomplishments, if they’re an IT it might include the technologies that they’ve used and that’s all fine, well and good. But your person dealt at a bigger level. I’m sure they included some of that stuff in their profile to ensure that they keywords came up for them when people were searching and thus, the kind of message that they communicated really stood out by comparison to others. You also have to include the big picture of what your accomplishments were in order to really stand out from all the others that you’re competing with.

Correct. Couldn’t have said it better myself. And he didn’t do keyword stuffing, which nobody wants to do, but he made sure that the types of things that CEOs or recruiters that were looking for at his level would be seen in his profile. Like he used ROI, an abbreviation, or ‘return on investment’. Very few people, even executives, ever talk about return on investment. This guy did. He talks about C-level management suite. A recruiter is going to type in ‘C-level executive’. So all of the keywords that a recruiter or an executive search professional or a CEO or the owners of a real estate or a construction company would likely use, and we had to give this some real thought - we need a list of all this - were naturally woven into the profile.

Now here’s what’s interesting. A lot of people will go to the trouble of putting together all of the keywords they think someone’s going to search on, and then they’ll just make a bulleted list and put it in their summary. And that’s clever. But really, it doesn’t tell anyone anything about you or your abilities, other than that you’re pretty clever or somebody did this keyword stuffing for you. To actually take the keywords that you want to be found for and craft sentences and entire paragraphs around that to give it some depth is well worth it, but difficult.

When I was talking to him last week, his base salary, just the base, which is well into six figures, has been tripled. And his upside has gone from low six figures to low seven figures. So it might have gone up from $175,000 to a base of $450,000 now and an upside of just slightly over a million within the first 18 to 24 months. That’s a substantial change.

This doesn’t just happen at the executive level. This happens at every single level. I’ve done this with my daughters who are on Linkedin. They’re 21, 20, and 18. Instead of getting your regular ten dollar an hour job while they’re off in university, they’re getting $15 - $20 dollars an hour because they are able to articulate their value correctly to their employer to had a solution that these guys could solve.

At the end of the day, you and I both know, nobody gets up on Monday morning and says, ‘oh, I’m going to hire someone today because I have extra money.’ No, they get up on Monday and say, ‘Ugh, it’s Monday and I’ve still got this problem and this problem and this problem. They’re looking for people to be solution providers. And if you come across that way and build it into your Linkedin profile that way, you’ll get phone calls. And by the way, he made it very easy to connect with him.

Beautiful story. And for our listeners, I just want to remind all of you that these are strategies that work whether you are aggressively looking for a job today or are passively open to something in the future which you really need to do. As David said so well, jobs unfortunately in the modern era are temporary, whether they call them permanent or not. These are the least permanent things I’ve ever seen. So you need to put yourself into the position to be found in order to have opportunities present themselves to you. It doesn’t mean you need to respond favorably to everything. But the easiest way to find a job is when you’re not looking for one. Opportunity just gets presented to you that you can go Eenie,Meenie, Miney, Mo. Hey, that one looks pretty good. Let’s go into that one. I know there’s one mistake that job hunters make all the time.

What do you think is one of the biggest mistakes that people make on Linkedin profiles?

The biggest one that I find people make with Linkedin on general is, they never log back on. They get a profile, they put up something.

You’re absolutely right.

I see it all the time. They change jobs and never update their email address. They never provide people a way to reach them once they’re on Linkedin. And it’s bizarre to me.

Some people never send Christmas cards until they’ve lost their jobs and they realize they need to network. As Harvey MacKay said, ‘you need to dig your well before you’re thirsty’. It has to be part of your life. And Linkedin has to be part of your life, even if you only log in once a week or once every two weeks just to make sure things are refreshed and you remember to put your email address and your phone number in your summary. It’s a whole lot easier for recruiters to get a hold of you.

And with recruiters, you have two choices. You can say yes, or you can say no. How much easier can it get? I gotta tell you. It’s a lot easier than trying to get people on the other end of the phone pick up than when you’re looking. So it’s a great show today because you’re adding tremendous value to people’s lives and I hope they take it all very seriously.
And David, thank you so much for making time to be here and talk to our guests. I know you mentioned to me that you have an audio that you’d like to offer to everyone. How can they get a copy of that audio, and what is that audio of?

The audio is a 45-minute presentation with another fellow author being interviewed by another fellow offer on branding and social media. And we go step by step on a whole bunch of points, including the Starbucks coffee cup caper and gorilla resumé and listeners can get that by going to the guerilla marketing for job hunters website, which is simply It’s free. No strings attached.

That’s terrific. Thank you for making that available to everyone.

My pleasure.

Folks, we’re going to be back next time with more job search advice. I’m Jeff Altman, the big game hunter. If you’re interested in job search coaching from me, you can reach out to me in a variety of ways. One is, I’m a Live Person job search and career coach expert with You can reach me that way if you have a couple of questions. If you’d like more broad coaching from me through the course of a job search, you can find out more about my coaching program at

Again, I work one on one in a personal with you in an effort to help you get back to work more quickly because to me, job hunting doesn’t have to be so hard or difficult or painful or take so long. It’s just for most people, you don’t realize that the skills needed to find a job are different from the skills needed to do a job. And that’s where a podcast or my ezine, which by the way you can get a complimentary subscription to my ezine, which is called ‘no bs job search advice’. I publish it weekly with advice for job hunters anywhere in the world. It’s a $499 value that I give away for free and by the way, you can get a complimentary subscription to my website, which is And while there, go exploring. There’s a lot of great content there. So this is Jeff Altman. Hope you found today’s show helpful. I’ll be back next time with more great advice for you. Take care.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and business life coaching. offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.

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You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”


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